One thing is certain: the more AI becomes part of our daily lives, the more human qualities become central to delivering a successful learner experience. Hybrid learning paths—combining synchronous and asynchronous formats—maximize engagement and knowledge retention. Training departments must now recruit trainers capable of leading powerful, live sessions. But how can you attract, select, and retain this talent?
During our latest Glowbl Masterclass, Cécile Golfier-Salles, creator of the educational series La Minute Pédago, trainer of trainer teams and former HR professional, shared essential strategies to structure this process and ensure effective recruitment.
1. Understand the Key Role of a Live Trainer
A good trainer does more than transmit knowledge. Their role revolves around three key aspects:
- 🧑🏫 The Expert: They master their subject, stay up to date, and can simplify complex information.
- 🗣️ The Facilitator: They encourage exchange and co-construction, creating engaging learning dynamics.
- 🌟 The Ambassador: They embody the organization’s culture and values, contributing to its image and attractiveness.
A live trainer must be more than a teacher—they must act as a learning catalyst and engagement driver.
2. Attracting the Right Profiles: The Power of Employer Branding
Even before publishing a job post, it’s essential to make your organization attractive to ideal candidates. A strong employer brand is built on:
- 🔹 Your reputation as an employer
- 🔹 The promises you make to candidates and employees
- 🔹 How authentically you express your values and culture
You can communicate this authenticity through:
- 🔹 Value-driven communication and a clear mission
- 🔹 Testimonials from current trainers about their experience
- 🔹 Active presence on social media and at industry events
💡 Best practices to express your employer brand:
- 📍 Consistent social media presence
- 📍 Video testimonials from your trainers
- 📍 Blog articles on your educational approach
- 📍 Participation in or creation of a podcast
💡 Remember: “What an organization does on the inside shows on the outside.”
A well-crafted employer brand naturally attracts the right candidates!
3. Structuring a Smooth and Respectful Recruitment Process
Effective recruitment relies on three key steps:
📌 Clearly define selection criteria:
- Subject expertise and practical experience
- Pedagogical skills (facilitation, adaptability, content design)
- Soft skills: listening, empathy, flexibility
📌 Keep the process clear and engaging:
✅ Limit steps (3–4 max)
✅ Include a relevant teaching simulation
✅ Provide constructive, transparent feedback
✅ Respond within a reasonable timeframe
💡 Best practices:
- 📍 Involve current trainers to refer new talent
- 📍 Use LinkedIn and professional networks for direct outreach
- 📍 Highlight blog posts and testimonials to attract engaged candidates
📌 Inspiring example – Pierre Fabre
The company hosted “Trainers Days” to strengthen and engage its global community of internal trainers. Over three days, they ran short immersive webinars (1.5 to 2 hours), promoting skills development and community building—boosting both engagement and belonging. (Source: Very Up)
4. Onboarding and Retention: Ensuring Long-Term Engagement
Once hired, the trainer must feel welcomed and supported. Some best practices include:
🎯 Before arrival:
- Invite them to participate in early conversations and events
- Provide access to key resources and cultural values
🤝 Upon arrival:
- A structured onboarding path: training on tools and the learning signature
- Mentorship and co-facilitation for gradual immersion
📢 Long-term:
- Highlight their role (internal communication, official recognition)
- Support continuous professional development (peer workshops, events)
5. Mistakes to Avoid
🚫 Overly long or rigid processes: they discourage top candidates
🚫 Lack of feedback: post-interview silence harms your reputation
🚫 Unclear expectations: misalignment can lead to quick disengagement
💡 Remember: Recruitment doesn’t stop at the contract signature. It’s an ongoing process, rooted in integration and attentive follow-up.
In Conclusion
Recruiting a live trainer isn’t just about assessing technical skills. It’s a strategic approach based on the strength of your employer brand, a well-designed selection process, and a strong retention strategy.
💡 Want to learn more and see best practices in action?
Join our upcoming Glowbl Masterclasses to exchange ideas with members of the Glowbl community!
About Cécile Golfier-Salles
Cécile is a professional trainer who has made collective intelligence and collaborative practices her area of expertise. With over 19 years of experience in communications and HR roles, she founded Néa Selini in 2020 to focus on collaborative learning, notably using Design Thinking.
She supports communities of in-house trainers in boosting their skills and encourages peer-to-peer learning through webinars and practice workshops.
Every week on LinkedIn, she shares tips, tools, and insights on training and pedagogy through La Minute Pédago® 🎓.